Human Resources

From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.

Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.

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Employers that don’t track how many hours employees work face a real disadvantage. If an employee sues for unpaid overtime, he or she will be able to use inexact estimates as proof of work done but unpaid. What’s more, should the employee win the case, those estimated hours end up doubled as punishment.

A proposal by Pennsylvania State Sen. Don White, chairman of the Banking and Insurance Committee, would allow employers to pay employees with debit cards rather than paychecks. The legislation would require granting employees free access to all of their wages.

It sounds counterintuitive, but happy workers may not be everything you believe. The time to check in with them is now.

The ADA requires employers and employees to discuss potential reasonable disability accommodations with each other. However, the bottom line is this: The employer gets to choose which accommodation to implement, not the employee. As long as the chosen accommodation is reasonable, the employee’s desires take no precedence.

Federal and state laws require businesses to keep separate files for a variety of employee records. Are you in compliance?
The end of the year saw a flurry of activity from workplace reg­­ulators in New York. Employers should note several recent legal developments.
Just because a fired worker and his boss are of different races doesn’t mean discrimination has occurred.
Large employers operating in Sacramento can expect to pay their workers at least $10.50 per hour in 2017 after the city council voted to raise the city’s minimum wage from the current $9 per hour.
Federal contractors face two January compliance mandates affecting employee pay.
Never indefinitely delay addressing a disability accommodation request. In fact, you should make a decision as quickly as possible so the employee can’t accuse you of failure to accommodate through inaction.
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